FOCUS ON DIVERSITY
“ Diversifying teams does more than just address a shortage of workers; it also makes good business sense.”
So, if you’ re an owner or director of a manufacturing business, where do you start? Precision People, a UK specialist recruitment search and consultancy services organisation, laid out four tips for improving diversity within manufacturing businesses.
Image: Shutterstock. com.
CLOSING THE SKILLS GAP
The talent gap is not only hampering manufacturers’ digital transformation agendas but is also losing them competitive advantage.
One of the top challenges for manufacturers over the past several years has been finding and retaining talent. The retiring baby boomer generation is adding to this burden. Some 3.5 million manufacturing jobs are expected to be needed over the next decade, and two million of these jobs are estimated to go unfilled due to the skills gap. The talent gap is not only hampering manufacturers’ digital transformation agendas but is also losing them competitive advantage.
It has therefore become even more important to dive into the sea of talent that is traditionally under-represented in manufacturing( such as women, minorities and other groups). Diversifying teams does more than just address a shortage of workers; it also makes good business sense.
However, there is still a long way to go to achieve this goal, with major longstanding challenges facing the sector in terms of age, ethnicity and gender balance. To ensure that the right strategies and policies are in place, manufacturers should aim to embed equality, diversity & inclusion( ED & I) across all their business units.
Practical strategies
Creating an inclusive work environment that promotes fairness and equality in turn helps to engage employees. The trickle-down effects of employee engagement are well known including improved business results, customer satisfaction and productivity— all top objectives for manufacturers.
1. Lead from the top: There needs to be honest“ buy-in” and commitment from senior management in a company. This will then filter down. A commonly used method is to implement targets for diverse recruitment and promotions, which can be rewarded through compensation and bonuses.
2. Measure your current diversity rate. Look at your metrics on diversity recruitment, retention, promotions and turnover to set targets going forward. Create diversity groups, where employees can share experiences on their workplace interactions.
3. Cross-departmental initiatives. Encourage different parts of the business to open lines of communication i. e. with conferences, meetings and small group discussions.
4. Use workforce intermediaries. Manufacturing companies that maintain good relationships with outside groups( such as educational institutions, employment consultancies and nongovernment groups) can gain from their unique insights on how to recruit and retain a more diverse workforce.
The smart solution
As well as improved employee engagement, diverse teams bring together unique perspectives, ideas and approaches. This fosters creativity and drives innovation in problem-solving. Teams with diverse perspectives often make better decisions. Diversity leads to more thorough discussions and well-rounded outcomes.
ED & I initiatives are not only ethical but also economically smart, as diverse companies often outperform less diverse ones in profitability and growth. Organisations that prioritise ED & I are often viewed more positively by customers, partners and the wider community. This can increase trust and brand loyalty.
ED & I initiatives also promote fairness and equity, creating a workplace culture that aligns with ethical standards.
Manufacturers can redress the balance and look at improving the diversity of their operations with ED & I initiatives. n
50 | ismr. net | ISMR April 2025